CxXchange’s Post

In today’s fast-paced SaaS world, finding the right person for the team isn’t just about skills—it’s about finding someone who genuinely “gets” the company’s culture and mission. For hiring managers, that means being clear about what makes your team tick. For candidates, it’s about asking the right questions to know if it feels like the right home for you. The best teams I’ve seen are built on strong cultural alignment, leading to more collaboration, higher engagement, and lower turnover. But culture fit isn’t something you find on a resume—it’s about digging deeper, understanding what drives the team’s success, and finding people who want to be part of that journey. What’s the one thing you look for in a company or candidate that gives you those “green flag” vibes? #CompanyCulture #HiringForFit #SaaSTalent #TeamBuilding

“One More Call, One More Email” As the workday winds down on this Thursday evening, I find myself reflecting on a simple yet powerful mantra: One more call, one more email. In the world of recruitment and leadership, this mindset has often been the difference between good and great, between meeting expectations and exceeding them. It’s not just about squeezing in extra work; it’s about being intentional with every opportunity to connect, solve problems, and build relationships. When I led Marine Officer Selection Teams across a million square miles, one more call often meant reaching a future leader who might have otherwise slipped through the cracks. When revitalizing interview processes, one more email often resolved a lingering question or cleared the path for a seamless candidate experience. This philosophy has carried over into my work at StaffSource. It reminds me that every action, no matter how small, contributes to building a robust workforce and reshaping the hiring landscape. Each outreach isn’t just a touchpoint—it’s a chance to make an impact, foster trust, and drive excellence. So tonight, before you close the laptop or shut down your phone, ask yourself: What could one more call or one more email achieve for your team, your clients, or your mission? Sometimes, it’s that extra step that opens the door to the next big opportunity. Let’s finish strong, and tomorrow, we build on the momentum. #Leadership #Recruitment #OneMoreCall #ExcellenceInAction

Why the turnover is between 18 to 36 months in tech companies? I was chatting with companies providing unlimited benefits and some others not even paying for a book. But the turnover was the same. How could two companies with such a different cultures lead to the same results? I think I have a few clues to explain this figure: - Limited challenges: there's a cycle after which you take charge of your job and there are no more challenges. - Many job offers: as an employee of a tech company, it's easy to change jobs especially with the number of great opportunities. - Snowball effect: when you watch your colleagues & friends leaving the company, you're under pressure to stay. How could we improve retention? - Listen individual & collective needs through engagement surveys, discussion, or analysing your own data. - Communicate your actions. You can put in the best actions, without good communication, it’s worthless. - Communicate your decisions. It’s better to communicate a “no” rather than not communicating. What do you think? — I’m Clément, helping companies take actions that improve engagement and retention by using your data. Let’s talk about your challenges together!

In an era where connectivity abounds, it's perplexing how disconnection can still happen in unexpected ways. Allow me to share a recent encounter that left me pondering this paradox. A few months back, I was approached by a "Talent Acquisition Executive" for a sales leadership position at their company. After a series of engaging conversations, it seemed like a good fit. However, life took a turn, and I found myself accepting a different opportunity. Cut to last week, as I logged into LinkedIn one morning, I was greeted with a message from another "Talent Acquisition Executive" from the same company. To my bewilderment, it was for a sales role, albeit not the leadership position I'd previously discussed. Curiosity piqued, I dug deeper, only to discover that there was no apparent connection between the two recruiters. It struck me how simple communication within the same department could have avoided this confusion and potential embarrassment. This experience underscores, for me, the importance of internal collaboration and communication. A couple of clicks, a brief exchange—these seemingly minor actions can prevent misunderstandings and ensure a seamless experience. Let's strive for better alignment within our teams and departments, turning disconnection into an opportunity for growth and cohesion.

🤳 💻 Are you "Team phone" or "Team…Teams"? 💻 🤳 There are benefits to both tools. Circumstantially, the phone will often be the easiest form of communication and none of us could do our job without it but even so I am absolutely TT’s (TeamTeams) when it comes to a project and hiring process. In the fast paced world that we live in its easy to default to phone calls for quick and flexible interactions. However I find that a Teams call demonstrates a higher level of commitment and professionalism. Here's why: 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭: Anyone can take a phone call, at any time…On the move, in the car etc. A Teams call requires deliberate scheduling and preparation. It shows that you're invested in the candidate and the role and that they are equally invested from their end. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐢𝐬𝐦 / 𝐄𝐚𝐫𝐥𝐲 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭: A video call allows you to asses how someone communicates, their style, body language and overall demeanour. All of which is vitally important before submitting someone to a client. Every submission is an extension of you and how well you understand the role, team and dynamics. 𝐓𝐢𝐦𝐞-𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲: While it might seem counterintuitive, Teams calls can save time in the long run. By getting to know a candidate better early on, you can avoid potential mismatches and focus your efforts on the most promising individuals. 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩 / 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧: A video call fosters a more personal connection enabling you to gain a deeper insight into a candidates motivations, personality, reasoning for decision making and career aspirations. A strong personal connection can be crucial later on in the process when it comes to negotiating and offer. Which are you? Team Phone 🤳 Team Teams 💻   #Headhunting #Process #Teams #Recruitment #AnimalHealth #TeamBuilds #GlobalHires

Endorsed by a competitor I massively respect in the industry? I’m taking that one! And a ringing endorsement from a Customer Ops Director I’ve admired for years? Stick a fork in me—I'm done! 🥳 2024 has been overwhelming balancing me, the kids, the business, the dogs, and my partner. At times, I’ve walked into Monday like a zombie, questioning if I should return to the world of employment. But what a privilege to even have that choice (though maybe I’m unemployable now? 😅). After a serious kick from my coach and incredible support from my customers, I’m here to stay! One of the key changes that helped? Advising on the @Atlas Platform, it is seriously going to be the best bit of kit on the market for recruiters. How’s it helping our customer? 🚀 Reduced admin time by hours leaving me to focus on the high impact, meaningful activity 📊 Enhanced candidate reports and transcriptions giving a greater flavour of individual profiles 🎯 Improved interview prep and first-stage experiences for clients 📈 Freed up time to create impactful case studies and presentations – making the process even more straightforward for customers Curious to see how this streamlined approach can elevate your leadership hiring process? Let’s connect! DM me or drop a comment below, and I'll be in touch to show you exactly how we can make it happen. Let’s take your hiring game to the next level! #candidateexperience #hiring #recruitment #execsearch (I did ask who the person was who recommended by the way 🤣 )

Hiring for stuck? Are you hiring for a task to be reliably and obediently completed, or are you hiring with the #futureofwork in mind? Seth Godin makes a brilliant point - if one only hires so that tasks get obediently and reliably completed - will that person be able and willing to adapt when the work environment changes - which it will? Rather look to hire someone who can do the task but is willing and eager for tomorrow's challenges as well. Seth's post: Once an organization figures out a successful model, it begins to grow. And when it grows, it needs more staff. And they often hire for specific tasks and the skills that go with them. They need a person who will reliably and obediently deliver what they need right now. And that’s the foundation for stuckness. When the world changes, and it always does, the organization is filled with people who signed up for (and were hired for) a specific competency. What would happen if instead, we hired problem solvers and resilient improv artists who were willing to do today’s job because it needed to be done, but were prepared (and eager) for tomorrow’s challenge as well? Need a quick task done? Hire a reliable Virtual Assistant or an Independent Contractor from RecruitMyMom.co.za Need a reliable permanent hire eager for tomorrow's challenges? Hire a skilled mom looking to kick-start her career - chat with one of our expert talent managers at RecruitMyMom.co.za

Reaching out to hiring managers, but not hearing back? Here's what you're doing wrong 👇 This week I've reviewed so many draft emails to hiring managers. Here are the 3 most common mistakes I see. 1️⃣ Making it all about Y-O-U Do NOT start your message with a summary of your background. Just don't. They don't care. You need to give a hiring manager a REASON to keep reading. Best reason? Show them you get their situation and are ready to help because you have the right experience and perspective. 2️⃣ Diluting the message Don't overshare or add in irrelevant details. Be concise and use active voice. Stick to the facts. Show the hiring manager that... A) you understand the context and the business problem they need to solve B) you're the right person to solve this problem 3️⃣ Not demonstrating value Hiring managers are busy. But they'll stop everything and meet with you IF you can demonstrate why you're the solution to their business problem. Why does this work? They have goals to meet and if you're the difference between meeting those goals or not, they'll HAVE to speak with you. #networking #hiring #jobsearch #jobapplication #outreach --- I'm Beckie 👋 👉 I've built and scaled 4 companies to multiple 6-7 figures. 👉 I'm an ex-management consultant who served Fortune 500 companies. 👉 I coach high-achieving professionals to build the career of their dreams. DM me the word "DREAMS" to start the conversation about how to transform your career. I can't wait to meet you!

🌟 Small Biz Hiring Tip: Attitude Matters! 🌟 When hiring new employees, remember: Attitude is everything! Here are three tangible tips to prioritize attitude and attributions: 1. "Tell me about a time when you faced a challenging situation at work. How did you handle it, and what was the outcome?" Look for smiles that reach the eyes and positive body language during their response. A positive attitude often shines through in how candidates narrate their experiences. 2. Ask about their dream workday - no coffee? No deal! ☕️ Dive deeper into candidates' preferences and work style by asking about their ideal work environment. Assess how they handle hypothetical situations and whether they align with your company culture. 3. "Imagine we made a mistake on a project. How would you approach fixing it and ensuring it doesn't happen again?" This hypothetical scenario tests their positivity and problem-solving skills while also identifying their fit with your company's culture of resilience and teamwork. By incorporating these strategies, you'll not only hire employees with the right skills but also the right mindset to contribute positively to your team's success! #AttitudeIsKey #HireRight #SmallBizSuccess #PositiveVibes #CultureFit #CoffeeLoversUnite

*Day 8 of sharing my thoughts on LinkedIn.* Monday. The week has barely started, and I’ve already received rejection emails from the applications I’ve been sending. Automated emails. No option to request feedback. Positions for which I have experience, for which I fit the job description. I’ve written job descriptions before, I know we reject many candidates – but only when they don’t make sense. Do I really not make sense for any of these companies? I always gave my candidates the opportunity to ask for feedback, and I always provided it. Unfortunately, I’m not receiving the same treatment. I don’t know the feedback. I don’t know what’s missing. I know I want to work. I know I finally have enough experience to work in my field. I don’t know what’s missing. Positions in recruiting, talent acquisition, HR in general – I’ve applied to all of them. In Braga, Porto, Lisbon, in-person, hybrid, and remote. One month and 20 days searching for a company to accept me. I have so much to offer, I just need a chance, an interview to show all of that. And a company that stops treating recruitment like something robotic and about numbers. That’s my meltdown for today.